In October of 1998 I was one of ten managers responsible for hiring three new financial analysts for our firm. Our human resources department narrowed the original list of 400 applicants to a group of 20, who we agreed to personally interview for the jobs. The final three candidates would then be selected by a consensus vote among the ten hiring managers. We carefully deliberated for weeks on the specific job descriptions and the key attributes we desired. It was a tall order, but we knew we had a wealth of talent in the applicant pool and were eager to choose the best qualified candidates.

After the first exhaustive round of interviews, we easily narrowed our list of candidates down to five finalists, who were invited back for a final screening interview. Without the knowledge of the other hiring managers, an employee took the candidates' personal files home with her and discussed them with her husband, a local attorney.

speaking during an interview in July 1, 1983.

Rick Wakeman's Criminal Record

English: Labor Force Statistics from the Current P...

She learned that one of the five finalists had recently been convicted of a misdemeanor drug charge. He was not required to disclose this information on the application, as it wasn't a felony conviction, and we would never have discovered it any other way. Yet we all knew about it prior to the second interview and feared that it would affect our perception of him.

I was challenged regarding what to do. Part of me wanted to decline to interview him, fearing that my anti-drug bias would alter my ability to evaluate him fairly. Three of my colleagues had already opted to do that, but agreed to hire him if the remaining interviewers felt he was the best qualified for the job. I didn't think I could make that determination without talking with him again. I wanted to give him a...

More Human Resource Management essays:

... to match personalities to specific jobs. The personality testing is most accurate when used as one element of the selection; the recruiters need to use a group of selection methods before making a decision to hire or not to hire. An additional strength in using personality testing ...

... person. To assess the needs of the new organization, I would conduct interviews with each department managerand the president. In the interviews with the new managers, ... whether the training program has led to improved employee behavior and job performance. I would first test a control group that has ...

... from employers. Indeed, many workers are demanding a participatory role in management of their organizations. These and many other fundamental changes have created ... perform as desired. And because we are humane and because our job as a trainer is to help people grow, our intent during instruction ...

... recruitment process, in that people may be attracted to apply for jobs if the organization becomes known for its good human resource management approach. Conversely, poor human resource management practices may increase turnover. Effective recruiting is essential to an organizations financial ...

... recruitment, retention, compensation, and contributing to corporate culture. SAS Institute Inc. is a software manufacturing company that has recently risen to the top in both business and financial ... Background ... and personal ... Human Resources and Personnel Management. Boston. Irwin ... can check the ... hiring ... jobs ...

16 pages15543Jan/20033.7

Students & Profs. say about us:

"Good news: you can turn to other's writing help. WriteWork has over 100,000 sample papers"